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Stop the leaks · direction 05

So that change does not roll back

The most underrated part of the work. As long as improvements come down from above, they last exactly as long as someone watches them. When an employee submits a proposal from the shift, sees what happens to it and gets paid for it, the mechanism runs without a supervisor.

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Sound familiar?

Six signs the culture is not working

01

You have run improvement projects before. Six months after the consultants left everything was back.

02

The values hang on the wall but no decision is ever made by them.

03

Employee proposals are collected once a year before an audit and go nowhere.

04

People do exactly what they are told and not one step more.

05

Those who show initiative are seen as show-offs, and they feel it.

06

Every change is met with “we have always worked this way”.

What we do

A mechanism, not slogans

Culture is not posters. It is what happens to an employee's proposal within a week of them submitting it.

Idea factorySubmission from the shift, fast review, implementation and a transparent reward for the author
RecognitionPublic credit for the author works as well as a bonus and costs less
Mission and valuesNot text on a wall but the rules people use to decide without you
Working with resistanceA workstream of its own following Adizes, not an add-on to the project
Training managersHow to lead change without burning the team out in the first month
Rollback protectionEngagement plus visual standards plus poka-yoke — three layers together
Rostec case: the flow of improvements grew 233%, engagement 32%, and net profit doubled. All of that through optimisation alone, with no new business lines opened.
Results

Measurable and verifiable

+233%improvement flow · Rostec
+32%employee engagement
×2net profit of the plant
9,000+trained · Rosatom
Questions

Frequently asked

Our people do not want to propose anything
They do not, as long as proposals disappear. The mechanism starts working when the first five authors receive money and public credit — after that the flow sustains itself.
Is this just a suggestion box?
A box is how you kill an idea. What works is the combination: a short submission path, a mandatory reply within a deadline, fast implementation of small items and a clear reward formula tied to the effect.
How much should a proposal pay?
The formula is based on the confirmed effect and tuned to your margin. What matters is not the size but the speed: money within a week works better than three times as much in six months.
What if the proposals are poor?
At first some will be, and that is normal. Quality rises on its own within two or three months, because people can see which ideas get through and which do not.
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